When does an employee with extremist convictions violate the duties of loyalty and consideration arising from the employment relationship? In any event, the employee does not owe a particular political attitude; an extremist attitude therefore does not in itself constitute a breach of duty-it can at most be the cause or motivation for such a breach. Frederik Stadelmann shows that a culpable disruption of industrial peace exists only if the disruption can be normatively attributed to the employee. Through political activity, the employee must not prevent colleagues from performing their work or neglect their own work obligations. The employee likewise acts in breach of duty in cases of physical assaults against colleagues or the employer, as well as in cases of infringements of personal honour or discrimination against colleagues within the meaning of the General Equal Treatment Act (AGG). As a rule, political activity in the context of official contact with the employer's customers or business partners is impermissible. By contrast, a mere violation of general moral standards does not yet amount to misconduct; political correctness is not owed. Where the employee acts outside working hours, the decisive factor is whether their conduct, insofar as it relates to the employment relationship, impairs the employer's legitimate interests. Finally, the author discusses the requirements for termination by the employer on the grounds of the employee's politically extremist activities.